04625ntm a22005417i 4500 000680719 CZ-PrVSE 20210319193951.0 m d cr n|||||||||| 210319s2020 xr fsbm 000 0 eng d NEZPRACOVANÝ IMPORT ABA006 cze ABA006 ABA006 rda Osmar, Warsame ISIS:116122 dis Ethnoracial Diversity and Critical Human Resource Development (CHRD) : The Case Against Racial Colorblindness in the Workplace eng Ethnoracial Diversity and Critical Human Resource Development (CHRD) : The Case Against Racial Colorblindness in the Workplace Warsame Osmar 2020 ?? stran : digital, PDF soubor Vedoucí práce: Martin Lukeš Disertační práce (Ph.D.)—Vysoká škola ekonomická v Praze. Fakulta podnikohospodářská, 2021 Obsahuje bibliografii Textový (vysokoškolská kvalifikační práce) Rok obhajoby 2021 Abstract German health care is facing the challenges arising from the recruitment of a diversified workforce that includes foreign-born and foreign-trained (FB&FT) physicians, which may differ from Germany’s autochthonous majority White population. This implies the presence of a notable diversity category in the workplace: “race/ethnicity.” In business, (racial) differences seem to go unnoticed. The notion of “not seeing race” or adopting a colorblind racial ideology (CBRI) seems to be the emerging approach to manage racial diversity in the workplace. Thus, this dissertation investigates the ways in which institutional structures in Germany, which maintain the colorblind status quo, contribute to racial inequality. Drawing on the precepts for human resource development (HRD) along with its investigative critical dimension (critical HRD), this thesis aims to highlight the racialized experiences of both White and non-White participants as a means of combating and eliminating workplace prejudice and inequalities. To do so, I conducted 33 semi-structured interviews with FB&FT physicians including 14 non-Caucasians/Whites to analyze how “race/ethnicity” and “racism” are conceptualized within the health care professional and policy discourse. I employed a constructivist approach to grounded theory for qualitative analyses. Second, using statistical regression models, I empirically examined racial colorblindness in the German context. The investigation comprised 136 autochthonous adults and “individuals with migration backgrounds” residing in Bavaria, who were divided by self-identified race (85 Whites, 51 non- Whites). The results of the qualitative study revealed that participants offered a critical analysis of race-related terms, but there was a disparity in understanding of racial concepts between Caucasian/White physicians and non-Caucasian/White physicians. Non-Whites attributed power, privilege, and domination to workplace inequality more than their White counterparts. In the quantitative investigation, a wide disparity of colorblind attitudes to race was found among the different ethnic/racial groups. Whites scored higher than the non-White racial group, implying a greater embracing of the colorblind approach. While denunciating the German colorblind approach to race, the implications of obtained results for critical HRD are discussed. Způsob přístupu: Internet podniková ekonomika a management [obor disert. práce] disertace fd132024 czenas dissertations eczenas Colorblindness foreign-born and foreign-trained (FB&FT) physicians diversity health care critical human resource development (CHRD) race/ethnicity Lukeš, Martin, 1976- vse2005299800 ths Pauknerová, Daniela, 1970- jo20010082945 opn Vysoká škola ekonomická v Praze. Podnikohospodářská fakulta kn20010709402 dgg https://insis.vse.cz/zp/50110/podrobnosti VŠKP v InSIS https://insis.vse.cz/zp/50110 Hlavní práce https://insis.vse.cz/zp/50110/posudek/oponent/68517 Oponentura https://insis.vse.cz/zp/50110/posudek/oponent/68518 Oponentura https://insis.vse.cz/zp/50110/podrobnosti dc:identifier NEPOSILAT VSKP vse50110 210316 50110